DOCSLIB.ORG

Master Contract

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Master Contract 10/21/2020 1852-01 20-MED-05-0603 39569 MASTER CONTRACT BETWEEN THE WAYNE TRACE BOARD OF EDUCATION AND THE WAYNE TRACE EDUCATION ASSOCIATION September 1, 2020– August 31, 2021 TABLE OF CONTENTS ARTICLE I RECOGNITION A. Association Recognition ............................................................................... 1 B. Bargaining Unit ............................................................................................. 1 C. Rights of the Association .............................................................................. 2 D. Fair Share Fee ............................................................................................. 3 E. Professional Negotiations ............................................................................. 5 1. Scope of Bargaining .............................................................................. 5 2. Definitions .............................................................................................. 5 3. Bargaining teams ................................................................................... 5 4. Bargaining in Executive Session ............................................................ 5 5. Length of the Bargaining Period ............................................................ 5 6. Consultants ........................................................................................... 6 7. Initiation of the Bargaining Procedure .................................................... 6 8. The Initial Bargaining Session ............................................................... 6 9. General Provision .................................................................................. 6 10. Agreement ............................................................................................. 7 11. Impasse ................................................................................................. 8 F. Labor Management Committee .................................................................... 8 ARTICLE II GRIEVANCE PROCEDURE A. Purposes ...................................................................................................... 9 B. Definitions .................................................................................................... 9 C. General Provisions ....................................................................................... 9 D. Procedure .................................................................................................... 10 Step I ........................................................................................................... 11 Step II .......................................................................................................... 11 Step III.......................................................................................................... 11 Step IV ......................................................................................................... 11 ARTICLE III EMPLOYMENT PRACTICES A. Filing and Maintenance of Certificates .......................................................... 13 B. Seniority ....................................................................................................... 13 C. Job Descriptions/Assignments ..................................................................... 15 D. Vacancies, Transfers, and Promotions ......................................................... 15 E. Rehiring Retired Employees ......................................................................... 18 F. Evaluation All Bargaining Unit Members ....................................................... 20 G. Academic Freedom ...................................................................................... 35 H. Personnel Records ....................................................................................... 36 I. Sequence of Contracts ................................................................................. 37 J. Just Cause/Certified and Non-Certified ........................................................ 38 K. Termination .................................................................................................. 39 L. Non-Renewal of Limited Contract ................................................................. 39 M. Reduction in Force ....................................................................................... 40 N. Alternate Educators License ......................................................................... 44 0. Summer School Intervention ........................................................................ 44 i ARTICLE IV LEAVES A. Sick Leave ................................................................................................... 46 B. Personal Leave ............................................................................................ 47 C. Professional Leave ....................................................................................... 50 D. Other Leaves................................................................................................ 50 E. Unpaid Leaves of Absence........................................................................... 51 F. Family Medical Leave Act............................................................................. 52 G. Vacations ..................................................................................................... 52 ARTICLE V COMPENSATION/PAYROLL PRACTICES/FRINGE BENEFITS A. Salary ........................................................................................................... 54 B. Salary Schedule Placement ......................................................................... 54 C. Advancement on Salary-Additional Training ................................................. 55 D. Pay Periods .................................................................................................. 55 E. Consolidation of Due Dates and Central Office Limitations........................... 57 F. Daily or Per Diem Rate Defined ................................................................... 57 G. Waiver of Salary Notification ........................................................................ 58 H. Compensatory Time ..................................................................................... 58 I. Flex Time ..................................................................................................... 59 J. Subdivision of Bargaining Unit ...................................................................... 59 K. Pay for Training/Mileage Rate (Classified Staff) ........................................... 59 L. Overtime and Call Back/Premium Pay/Miscellaneous .................................. 59 M. STRS, SERS Pick-up ................................................................................... 60 N. Substitute Pay Schedule .............................................................................. 61 O. Supplemental Duties .................................................................................... 61 P. Pay for Supplementals ................................................................................. 66 Q. Severance Pay ............................................................................................. 66 R. Insurance ..................................................................................................... 67 S. Section 125 Plan .......................................................................................... 71 T. Tax Sheltered Annuity .................................................................................. 71 U. Insurance Opt-Out Incentive Payment .......................................................... 71 V. Stipend for Internal Professional Development ............................................. 72 W. Employee Background Checks .................................................................... 72 X. Tuition Fund for Staff Coursework ................................................................ 72 ARTICLE VI WORKING CONDITIONS A. Work Year .................................................................................................... 73 B. Work Week .................................................................................................. 74 C. Work Day ..................................................................................................... 74 D. Changes in Work Day .................................................................................. 75 E. Relief Time ................................................................................................... 75 F. Calendar Development and Adoption ........................................................... 75 G. Planning Time .............................................................................................. 77 H. Lesson Plans................................................................................................ 77 I. Supply/Material Purchase & Budgeting ........................................................ 77 J. Cleaning Supplies & Tools ........................................................................... 77 K. Special Provisions Related to Bus Drivers and Transportation ..................... 77 L. Extra Duty .................................................................................................... 83 M. Substitutes ................................................................................................... 83 N. Calamity Days/Make-Up Days .....................................................................
Load more

Recommended publications
  • Concessions and How to Beat Them
    a Labor Notes Book 0 ESSID 4, ad owto beat them by Jane Slaughter With a Foreword by William W. Winpisinger President, International Association of Machinists ONCE SIONS and how to beat them_____ by Jane Slaughter Labor Education & Research Project Publishers of Labor Notes Detroit Copyright © 1983 by the Labor Education & Research Project Any short, attributed quotation may be used without permission. First printing July 1983 Second printing June 1985 Library of Congress Catalog Card Number: 83-81803 ISBN: 0-914093-03-7 Published by the Labor Education & Research Project Designed by David McCullough 138 This book is dedicated to the members of the United Mine Workers of America, who struck against concessions in 1978, before concessions had a name. CONTENTS Acknowledgments ..........~....... vi Foreword 1 ~ntroduction 5 IFromMoretoLess 10 2 The Economics Behind Concessions. .43 3 Why Concessions Don’t Work 52 4 Resisting Concessions 66 5 An Offensive Strategy for the Labor Movement 108 GResources 125 Appendix A Union Education on Concessions . 143 Appendix B ModelLanguage on Investment. 145 Notes 147 There is a list of union abbreviations on pages 14-15 _______Acknowledgments I would like to acknowledge the many people who contributed information for this book or who commented on various drafts: James Bialke, Geoff Bickerton, Dave Blitzstein, Jon Brandow, Rick Braswell, Kate Bronfenbrenner, Nick Builder, Mike Cannon, Bill Carey, Dorsey Cheuvront, Elissa Clarke, Carole Coplea, Alice Dale, Gerry Deneau, Wayne Draznin, Enid Eckstein, Larry
    [Show full text]
  • GLOSSARY of COLLECTIVE BARGAINING TERMS and SELECTED LABOR TOPICS
    GLOSSARY of COLLECTIVE BARGAINING TERMS and SELECTED LABOR TOPICS ABEYANCE – The placement of a pending grievance (or motion) by mutual agreement of the parties, outside the specified time limits until a later date when it may be taken up and processed. ACTION - Direct action occurs when any group of union members engage in an action, such as a protest, that directly exposes a problem, or a possible solution to a contractual and/or societal issue. Union members engage in such actions to spotlight an injustice with the goal of correcting it. It further mobilizes the membership to work in concerted fashion for their own good and improvement. ACCRETION – The addition or consolidation of new employees or a new bargaining unit to or with an existing bargaining unit. ACROSS THE BOARD INCREASE - A general wage increase that covers all the members of a bargaining unit, regardless of classification, grade or step level. Such an increase may be in terms of a percentage or dollar amount. ADMINISTRATIVE LAW JUDGE – An agent of the National Labor Relations Board or the public sector commission appointed to docket, hear, settle and decide unfair labor practice cases nationwide or statewide in the public sector. They also conduct and preside over formal hearings/trials on an unfair labor practice complaint or a representation case. AFL-CIO - The American Federation of Labor and Congress of Industrial Organizations is the national federation of unions in the United States. It is made up of fifty-six national and international unions, together representing more than 12 million active and retired workers.
    [Show full text]
  • Adopted Resolutions 2019-2020
    Resolutions2019-2020 Adopted at the May 2019 House of Delegates Philadelphia, Pennsylvania TABLE OF CONTENTS Page I. TO PROMOTE THE GENERAL EDUCATIONAL WELFARE OF THE STATE ............................................. 1 I.1 The Resolutions Process ................................................................................................................................................ 1 A-01 SAFEGUARDING THE RESOLUTIONS PROCESS................................................................................... 1 I.2 Civil and Human Rights ................................................................................................................................................ 1 A-02 EDUCATIONAL OPPORTUNITY FOR ALL ............................................................................................. 1 A-03 CIVIL RIGHTS ...................................................................................................................................... 1 A-04 ELIMINATION OF DISCRIMINATION AND STEREOTYPING ................................................................. 1 A-05 SEXUAL HARASSMENT ....................................................................................................................... 1 A-06 ATTACKS ON HUMAN DIGNITY .......................................................................................................... 1 I.3 School Funding ..............................................................................................................................................................
    [Show full text]
  • Instructional Master Contract Negotiations
    Instructional Master Contract Negotiations 2013-2016 2013-2014 School Year United School Employees of Pasco Lynne Webb, President 813 996 2119 727 848 1385 352 782 0303 and District School Board of Pasco County Kurt Browining, Superintendent 813 794 2000 727 774 2000 352 524 2000 TABLE OF CONTENTS Page ARTICLE I RECOGNITION ..........................................................................................................1 ARTICLE II DEFINITIONS.............................................................................................................1 ARTICLE III UNION RIGHTS SECTION A Implementation ............................................................................................................3 SECTION B Payroll Deductions .......................................................................................................4 SECTION C Use of Facilities ...........................................................................................................4 ARTICLE IV FAIR PRACTICES ......................................................................................................5 ARTICLE V SENIORITY ................................................................................................................5 ARTICLE VI GRIEVANCE PROCEDURE SECTION A Definitions ...................................................................................................................5 SECTION B General Application .....................................................................................................6
    [Show full text]
  • Ligue Communiste SP in Defense of the Democratic Europe As Well
    ' . JULY _13, 1973 25 CENTS VOLUME 37/NUMBER 27 A SOCIALIST NEWSWEEKLY/PUBLISHED IN THE INTERESTS OF THE WORKING PEOPLE Worldwide solidaritY- needed rotest out awi rene revo utionists Paris, June 21. Club-swinging cops charge antifascist demonstrators. Ligue Cornrnuniste, one of the organizers of the demonstration, has been outlawed by French government. See pages 3-6. By CAROLINE LUND jailing of two Ligue Communiste SP in defense of the democratic Europe as well. For instance, the PARIS, July 5- The June 28 gov­ leaders, Alain Krivine and Pierr:e rights of any of the far-left orga­ daily Le Soir in Brussels ran a ernment deeree outlawing the Rousset, has come from the entire nizations, (groups to the left of the banner headline "Krivine Impulte" Ligue Communiste (Communist spectrum of the French left and Communist Party), is unprece­ ( Krivine Indicted). League), French section of the working-class organizations. dented. Alain Krivine, presidential can­ Fourth International, stemming The extent of this opposition waP The banning of the Ligue, and ~idate of the Ligue in the 1969 The Militant has sent staH writer dramatically expressed here last the rising protest against it, has French elections, was indicted Caroline Lund to Paris to provide night as 10,000 to 15,000 peo­ had a major impact on French under the "antiwrecker law" passed our readers with firsthand cover­ ple attended a mass protest meet­ politics. This was reflected in a in 1970. This law enables the gov~ ing called for the defense of civil TV statement by Prime Minister ernment to hold a leader of an age of the struggle against the liberties.
    [Show full text]
  • Monterey County Master Contract
    MEMORANDUM OF UNDERSTANDING Between County of Monterey And SERVICE EMPLOYEES INTERNATIONAL UNION (SEIU) LOCAL 521 Bargaining Units F, H, J, K and Temporary Employees (in SEIU classifications) July 1, 2016 through June 30, 2019 1 Master Contract 2016-2019 TABLE OF CONTENTS MASTER CONTRACT ...................................................................................................... 4 ARTICLE 1 PARTIES ................................................................................................... 4 ARTICLE 2 TERM......................................................................................................... 4 ARTICLE 3 RECOGNITION ........................................................................................ 4 ARTICLE 4 NON-DISCRIMINATION ........................................................................ 5 ARTICLE 5 UNION RIGHTS ....................................................................................... 6 ARTICLE 6 MANAGEMENT RIGHTS ..................................................................... 13 ARTICLE 7 COMMITTEES ........................................................................................ 14 ARTICLE 8 HEALTH AND SAFETY ........................................................................ 17 ARTICLE 9 WAGES ................................................................................................... 19 ARTICLE 10 REST and MEAL PERIODS ................................................................. 19 ARTICLE 11 TRANSFER/ PROMOTIONAL OPPORTUNITIES ...........................
    [Show full text]
  • Local 804 Supplemental Agreement
    Local 804 and United Parcel Service Supplemental Agreement to the NATIONAL MASTER UNITED PARCEL SERVICE AGREEMENT For The Period: Date of Ratification through July 31, 2023 49261_Ltrhd.indd 1 6/11/08 12:44:09 AM EXECUTIVE BOARD LOCAL 804 VINCENT PERRONE PRESIDENT TONY ROSCIGLIONE SECRETARY-TREASURER CHRIS WILLIAMSON VICE-PRESIDENT MARK COHEN RECORDING SECRETARY ANTHONY CERULLI TRUSTEE DAVE CINTRON TRUSTEE ROCKY DiPAOLO TRUSTEE PETE DePIERRO BUSINESS AGENT DAVE LOOBIE BUSINESS AGENT RAUL MOLESTINA BUSINESS AGENT HECTOR FORTIS BUSINESS AGENT LAWRENCE GRANT BUSINESS AGENT LOU BARBONE BUSINESS AGENT - 190 - Table of Contents Title Article Page BREAKDOWNS AND IMPASSABLE HIGHWAY 34 273 COMPENSATION CLAIMS, T.A.W. 29 272 Compensation Notification 29 272 Reimbursement 29 272 Report to Work After Compensation Hearing 29 272 COMPLETE AGREEMENT 36 274 DURATION 37 274 Duration 37 275 Notice of Negotiation of Changes 37 275 Revisions 37 275 Failure to Give Notice 37 275 EXAMINATION AND MEDICAL ARRANGEMENTS 23 267 Physical Examination Policy 23 267 Doctors Reports 23 267 Return to Work Procedure 23 268 FEEDER DRIVERS TO WORK AS DIRECTED 14 254 FULL-TIME EMPLOYEE HOLIDAYS 9 227 Holidays 9 227 Optional Holidays 9 227 FULL-TIME EMPLOYEES SICK LEAVE 10 229 One Year Seniority 10 229 Less than One Year Seniority 10 229 Unused Sick Pay 10 229 Amount of Sick Leave 10 230 Review of Paid Sick Days 10 231 - 191 - Title Article Page FUNERAL LEAVE 20 265 Pay 20 265 Immediate Family 20 265 GENERAL MANAGEMENT PROVISION 17 256 GRIEVANCE AND ARBITRATION PROCEDURE 18
    [Show full text]
  • International Campaign Launched to Save Mario Munoz ...3
    WflliKEli1 ,,1NfJlIl1,, 25¢ No. 106 :~))c.52J 23 April 1976 Sto,- the Stalling-Elect Strike Committees SHUT DOWN S.F. NOWI SA;\I FRANCISCO. April 20-The reports that the Muni drivers had voted labor movement in San Francisco. a 72-hour deadline for the CLC to carry traditionally the strongest "union town" out preparations for a general strike as in the country. stands before the brink. based on a "misinterpretation." To Each capitulation. each step backward protect himself from the predictable by the weak-kneed bureaucrats heading outrage which this brazen lie will cause the craft workers' 21-day-old walkout among the membership. Martin also only emboldens the Board of Supervi­ announced that there would be no TWU sors and further isolates the strikers. But meetings held this week! at the sar.le time, a vigorous drive by the angry ranks to pull out the rest of San Demand Elected Strike Francisco labor and close S.F. down Committees could quickly turn the tables on the This morning several hundred strik­ bosses and open the road to victory. ing craft workers and supporters from The city's rulers are determined to the TWU and other unions blocked implement the notorious Proposition B buses entering the AC Transit terminal passed last November and force 30 for 45 minutes. State police maced percent pay cuts on 1.900 municipal several militants, and, after the police craft workers. If this strike is defeated. had threatened arrests, self-appointed the Board can confidently look forward picket captains dissolved the line and led to pushing through its Propositions 0 the workers over to picket City Hall.
    [Show full text]
  • A Network Perspective on Union Bargaining Power
    What Makes Unions Strong? A Network Perspective on Union Bargaining Power Lanu Kim A thesis Submitted in partial fulfillment of the Requirements for the degree of Master of Arts University of Washington 2014 Committee: Katherine Stovel Jake Rosenfeld Program Authorized of Offer Degree: Sociology ©Copyright 2014 Lanu Kim University of Washington Abstract What Makes Unions Strong? A Network Perspective on Union Bargaining Power Lanu Kim Chair of the Supervisory Committee: Katherine Stovel Sociology This paper aims to describe the structural factors which affect the organizational differences in labor unions. Based on Emerson’s power-dependence theory, I suggest two axes: dependence and cohesion. Dependence measures how well a union monopolizes the supply of workers to an employer. When organizations or individual workers can be easily replaced, a union will have low dependence; it also relates to low bargaining power. Cohesion indicates how much workers are participating in union activities; it depends on the density of social network and the economic institution related to a union. When a union is supported by those two aspects of cohesion, the possibility of initiating a successful strike is higher. Four case studies are explored to illustrate this hypothesis. This paper attempts to theoretically relate the organizational structure and power, and verify with the real world examples. 1. Introduction Some unions succeed, while others fail. Some unions fail that were considered to be strong, while some unions that were considered weak succeed. The Boeing machinists’ union, which has been renowned for their strong reputation, recently retreated from the negotiation table. Janitors in Los Angeles, a group considered impossible to organize, succeeded in generating collective power in 1990.
    [Show full text]
  • GLOSSARY of COLLECTIVE BARGAINING TERMS and OTHER LABOR RELATED TOPICS
    GLOSSARY of COLLECTIVE BARGAINING TERMS and OTHER LABOR RELATED TOPICS ABEYANCE – The placement of a pending grievance (or motion) by mutual agreement of the parties, outside the specified time limits until a later date when it may be taken up and processed. ABOOD v. DETROIT BOARD OF EDUCATION – The legal case in which the U.S. Supreme Court, on May 23, 1977, ruled unanimously (9–0) that agency-shop (or union-shop) clauses in the collective- bargaining agreements of public-sector unions cannot be used to compel nonunion employees to fund political or ideological activities of the union to which they object. The Court nevertheless held, by a 6–3 majority, that nonunion employees in the public sector may be required to fund union activities related to “collective bargaining, contract administration, and grievance adjustment purposes.” This case was overturned by the Supreme Court’s ruling in June 2018 on Janus v. AFSCME. ACTION - Direct action occurs when any group of union members engage in an action, such as a protest, that directly exposes a problem, or a possible solution to a contractual and/or societal issue. Union members engage in such actions to spotlight an injustice with the goal of correcting it. It further mobilizes the membership to work in concerted fashion for their own good and improvement. ACCRETION – The addition or consolidation of new employees or a new bargaining unit to or with an existing bargaining unit. ACROSS THE BOARD INCREASE - A general wage increase that covers all the members of a bargaining unit, regardless of classification, grade or step level.
    [Show full text]
  • NNU VA Master Agreement
    TABLE of CONTENTS PREAMBLE GENERAL PROVISIONS: Article 1: Recognition and Coverage Article 2: Governing Laws and Regulations Article 3: Collaboration and Labor-Management Forums Article 4: Labor-Management Relations Training Article 5: National VA Labor-Management Relations (LMR)-NNU Meeting RN PROVISIONS: Article 6: RN Rights Article 7: Advanced Practice Registered Nurses (APRN) Article 8: Seniority Article 9: Work Unit Article 10: Holidays Article 11: Leave and Absences Article 12: Details, Floats, and Temporary Assignments Article 13: Work Schedules Article 14: Overtime (OT) and Compensatory Time (CT) Article 15: Work Assignments and Objection to Work Assignment Article 16: Staffing Article 17: Job Sharing Article 18: Alternative Workplace Arrangements (Telework) Article 19: Contract RNs Article 20: Call Center Article 21: Uniforms, Appearance and Professional Identification Article 22: Vacancy Announcements Article 23: Professional Development and Education Article 24: Nurse Professional Standards Boards (NPSB) Article 25: Nurse Qualification Standards (NQS) and Proficiency Reporting Article 26: Recognition and Awards Article 27: Safety, Health and Environment Article 28: Workplace Violence Prevention Article 29: Investigations Article 30: Surveillance and Monitoring Article 31: Non-Disciplinary, Disciplinary and Major Adverse Actions Article 32: Alternative Dispute Resolution (ADR) Article 33: Equal Employment Opportunity Article 34: Reasonable Accommodations for RNs with Disabilities Article 35: Workers’ Compensation Article 36:
    [Show full text]
  • Inflation, Recession, Austerity
    WfJ/iIlE/iS ,,1N'O,1,, 25¢ No. 271 :~~~ )(-523 2 January 1981 Wide World Baltimore, September 1980-10,000 people apply for•70 jobs. Reagan's "Honelmoon": · Inflation, Recession, Austerity As Ronald Reagan, the consum­ situation since FOR took office in most prestigious economic adviser, White House, economic policy is mate Cold War brinksman, moves into 1933, but talk of a national "economic former Federal Reserve head Arthur firmly in the hands of Wall Street, not the White House. the economy is on emergency" program was dispelled as Burns, warned that there is no sense the Orange County Chamber of the brink, Central America is on the soon as it was mentioned by a Reagan talking now about an economic Commerce. The New Right is under­ brink, and, of course, the permanent aide. Reagan did not plan to take emergency when a "real one" is on the standably upset that the new treasury hostage crisis undulates to the brink "extra-legal" steps, assured Edwin way. secretary is Donald Regan, chair­ and back. It has become a cliche that Meese III, big shot of the transition While right-wing true believers may man of Merill, Lynch stockbrokers, Reagan.~~~e~_ the worst economic team. And on December 24, Reagan's have thought they put their man in the continued on oaf!e 8 For Sit-Down Strikes! Restore Parity With Ford and GM! No Concession to Chrysler Blackmaill Once again snapping the whip of any pretense of negotiating, he lectured threatened company bankruptcy, about the workers' "binge" and warned Chrysler in league with the federal that the freeze plan was "rigid." As for government is leading an assault on a the 45,000 Chrysler workers on indefi­ basic principle of trade unionism­ nite layoff, lacocca had nothing to say equal pay for equal work.
    [Show full text]